Screening vs. Interviewing
Screening and interviewing are steps in the hiring process that help committees decide whether candidates fit the selection criteria for a particular position. Screening occurs earlier in the hiring cycle, right after an application is received. Recruiters do a form of screening when they review a candidates’ resume, looking for specific attributes and qualifications.
Once a candidate passes that screen, they usually move on to a phone screen. On these calls, recruiters will ask questions to determine whether or not the candidate has the skills to complete the job and whether the candidates’ compensation expectations are in line with the company’s budget. Other forms of screening might be questionnaires or assessments. Overall, screening ensures that interviewers don’t waste time chatting with people who do not meet the minimum requirements for a role.
Interviews happen once candidates have made it through preliminary screenings. Interviews are also designed to understand whether a candidate will likely be successful in the role they applied for, but give the candidate time to elaborate on their experiences, thoughtfully answer behavioral questions, and ask interviewers questions about what it’s like to work at the company. Interviews can make or break candidate experiences and have an enormous impact on the ultimate hiring decision, so it’s important that interviewers know what questions to ask ahead of time. Structured interviews are a great way to get everyone on the same page and prevent bias from creeping into the interview process.